Attachment 7 CBA ROTHR IAM Raytheon.pdf

Collective Bargaining Agreement

Between

Raytheon Intelligence, Information and Services

And

International Association of Machinists and

Aerospace Workers, AFL-CIO District Lodge 74

Local #97 Norfolk, Virginia

Relocatable Over the Horizon Radar Program

February 7, 2020 through March 3, 2023

Contents

PREAMBLE

ARTICLE 1. - INTENT AND PURPOSE

ARTICLE 2. – RECOGNITION

ARTICLE 3. – BARGAINING UNIT

ARTICLE 4. – MANAGEMENT RIGHTS

ARTICLE 5. – NO STRIKES OR LOCKOUTS

ARTICLE 6. – UNION MEMBERSHIP CHECK-OFF

ARTICLE 7. – SENIORITY

ARTICLE 8. – FILLING OF VACANCIES

ARTICLE 9. – LAYOFF AND RECALL

ARTICLE 10. – UNION ACCESS

ARTICLE 11. – STEWARDS

ARTICLE 12. - DISCHARGE AND DISCIPLINE

ARTICLE 13. – GRIEVANCE PROCEDURE AND ARBITRATION

ARTICLE 14. – HOURS OF WORK AND OVERTIME

ARTICLE 15. – WORK BY NON-BARGAINING UNIT PERSONNEL

ARTICLE 16. – GOVERNMENT SECURITY

ARTICLE 17. – WAGES AND JOB CLASSIFICATIONS

ARTICLE 18. – HEALTH AND WELFARE

ARTICLE 19. – 401(k)

ARTICLE 20. – HOLIDAYS

ARTICLE 21. – VACATION AND SICK LEAVE

ARTICLE 22. – JURY DUTY

ARTICLE 23. – BEREAVEMENT

ARTICLE 24. – LEAVE OF ABSENCE

ARTICLE 25. – EFFECT OF LAW

ARTICLE 26. – ENTIRE AGREEMENT

ARTICLE 27. – SCOPE OF AGREEMENT

ARTICLE 28. – NON-DISCRIMINATION

ARTICLE 29. - DRUG-FREE WORKPLACE

ARTICLE 30. – GENERAL PROVISIONS

ARTICLE 31. – DURATION

PREAMBLE

This Agreement is made and entered into February 7, 2020 by and between Raytheon Intelligence, Information and Services (hereinafter referred to as the Company) and the International Association of Machinists and Aerospace Workers, District Lodge 74 Local #97 (hereafter referred to as the Union) with respect to work performed at the Naval Support Activity Northwest Annex in Chesapeake, Virginia on Government Contract N00189-16-C-Z032 (herein referred to as the contract).

ARTICLE 1. - INTENT AND PURPOSE

In setting forth certain provisions pertaining to wages, hours of work and working conditions, the Company and the Union have agreed to cooperate in establishing and maintaining a harmonious relationship and have provided procedures for the resolution of grievances that may arise.

ARTICLE 2. – RECOGNITION

The Company herein recognizes the Union as the sole and exclusive bargaining agent as certified by National Labor Relations Board Case No. 05-RC-246021 for the purpose of collective bargaining with respect to rates of pay, wages, and hours of employment and other conditions pertaining to employment for all of the employees in the bargaining unit hereinafter set forth.

ARTICLE 3. – BARGAINING UNIT

The Bargaining Unit shall consist of the following classifications and the classifications named in this agreement:

INCLUDED: All full-time and regular part-time Engineering Technicians III/Radar Operators, Engineering Technicians IV/DTS, Electronic Technicians Maintenance II, and Electronic Maintenance Technicians III employed by Raytheon at the Naval Support Activity Northwest Annex in Chesapeake, Virginia on Government Contract N0000189- 16-C-Z032.

EXCLUDING: All other employees, professional employees, managers, guards and supervisors as defined in the National Labor Relations Act, as amended.

ARTICLE 4. – MANAGEMENT RIGHTS

Section 1. Except as expressly modified or abridged by a specific provision of this Agreement, the Company reserves and retains exclusively all statutory and inherent management rights, including, but not limited to, the sole right and discretion to establish, enforce, alter, amend, discontinue and rescind reasonable policies, practices, processes, rules, regulations and procedures; to lay off employees for lack of work or other business reasons and to recall them; to eliminate jobs and classifications; to sell or lease the business; to utilize suppliers and subcontractors, including the unilateral right to subcontract out work that is performed under its contract with its customer whatever may be the effect on employment; to make, amend and enforce reasonable rules for the maintenance of discipline and discharge for just cause; to establish the methods, processes and means of providing services; to determine the number of employees to be employed; to determine the number and location of its facilities; to hire and determine employee qualifications and assign them work; to promote, demote, or transfer employees; to set standards of productivity and the services to be rendered; to maintain the efficiency of operations; to determine the methods, means, and facilities by which operations are conducted; to set starting and quitting times and the number of shifts to be worked; to control the use of facilities, equipment, and other Company property; to introduce new or different research, production, service, and maintenance methods, materials, technology and equipment; to implement, continue, modify, or discontinue training programs; and in all other respects, to carry out the customary functions of management, whether exercised or not.

The parties expressly acknowledge that the legitimate exercise of any right or prerogative explicitly identified in the foregoing paragraph shall not constitute a violation of this Agreement or require consultation with the Union.

Section 2. Subject to the remaining provisions of this Agreement, the Company shall not be deemed to have agreed to any term or condition of employment not specifically set forth in this Agreement. The parties also specifically agree that the Company shall not be bound in any way to any past practice which arose or was in place prior to the date of this Agreement, provided, however, that if the employees or Union discover a past practice not set forth in this Agreement, the parties shall meet and confer to discuss same.

Section 3. The parties recognize that the above statement of management rights is for illustrative purposes only and should not be interpreted as to exclude those prerogatives not mentioned which are inherent to the management function.

ARTICLE 5. – NO STRIKES OR LOCKOUTS

During the life of this Agreement, or any written extension thereof, the Union, on behalf of its officers, officials, agents and members, or any employee, whether on or off duty, shall not directly or indirectly, engage in, authorize or threaten any strike, sit down, sit-in, boycott, walkout, sick out, slow-down, sympathy strike, refusal to cross a picket line, or picketing of any kind, including, but not limited to, or picketing of any kind at any residence housing any management employee, supervisor, board member, or employee of the Company, or in any other way interfere with or interrupt the Company’s operations for any reason. An employee who engages in any conduct which violates the provisions of this Article shall be subject to discipline, for just cause, up to and including discharge. Said conduct, if proven by clear and convincing evidence, shall constitute just cause for discharge. For purposes of this Agreement, “clear and convincing evidence” means the arbitrator must be persuaded that it is highly probable the employee violated this Article.

The Company shall not lock out employees during the term of the Agreement.

ARTICLE 6. – UNION MEMBERSHIP CHECK-OFF

Section 1. During the existence of the Agreement, the Company, insofar as permitted by State and Federal law, shall deduct Union dues out of the current net earnings payable biweekly to an employee covered by the Agreement. Such applicable services fees or Union dues, initiation fees and reinstatement fees, shall be deducted upon receipt of and in accordance with a deduction authorization, duly executed by the employee, and shall continue until such authorization is duly revoked by the employee according to the terms of the membership application.

Section 2. Such payroll deductions shall be remitted to the location as designated below or to the District Lodge 74 by the fifteenth (15th) of the month following the month the payroll deductions are made. The Company shall furnish to the Financial Officer of the Union monthly, a record of those from whom deductions have been made and the amounts of the deduction.

IAMAW General Secretary Treasurer Membership Department 9000 Machinists Place Upper Marlboro, MD 20772 Phone: 301-976-4799

Section 3. The Union will indemnify and hold the Company harmless from and against any and all claims, demands, charges, complaints, or suits instituted against the Company which are based on or arise out of any action taken by the Company in accordance with or arising out of the foregoing provisions of this Article.

ARTICLE 7. – SENIORITY

Section 1. Seniority shall be defined as an employee’s length of continuous service in a position covered by this Agreement. For employees hired on the same day, the employee having the lower employee number shall be considered as having the most seniority. The Company shall maintain and provide a seniority list upon the request of the union.

Section 2. Employees transferring into the bargaining unit, will retain their Company date of hire for vacation and fringe benefit purposes only, but their union seniority date will be their date of transfer into the bargaining unit.

Section 3. An employee shall lose his seniority and his continuous employment shall be broken for the following reasons:

a) Discharge for just cause.

b) Layoff for a continuous period of eighteen (18) months.

c) Failure to return to work upon the expiration of a leave of absence without prior approval.

d) Failure to return to work within ten (10) calendar days after being recalled from layoff. If the employee being recalled from layoff is currently employed by another employer the employee will be allowed to give a courtesy of notice of up to ten (10) business days to the other employer before being required to return to work, if necessary.

e) Absence of three consecutive calendar days without reporting to the Company, unless it is later proven that the employee was incapacitated and unable to contact the employer due to circumstances beyond the control of the employee, or the employee is on FMLA/Industrial Leave.

f) Retirement.

g) Accepting employment elsewhere while on a leave of absence.

Section 4. Each new employee shall serve a probationary period of ninety (90) calendar days. If during the ninety calendar day period it is found that the new employee is not suitable for the job, his employment may be terminated at the Company’s sole discretion, without recourse to the grievance procedure.

ARTICLE 8. – FILLING OF VACANCIES

It is the Company’s preference to promote from within when a vacancy occurs in a classification covered by this Agreement. When vacancies occur in any job classification covered by the Agreement the Company shall post notice of such vacancies internally for a period of three (3) workdays. Selection among internal applicants will be based on qualifications. In the event that there are two equally qualified internal applicants, as determined by the Company, the senior employee will be awarded the position.

ARTICLE 9. – LAYOFF AND RECALL

Section 1. In cases of layoff, the employee in the affected job classification with the least seniority shall be laid off first. The Company shall notify affected employees as soon as the facts are known to the Company of upcoming layoffs, but not less than fourteen

(14) calendar days of notice shall be provided or fourteen (14) calendar days of pay in lieu thereof. All affected employees shall be given notice in writing.

Employees selected for layoff may elect to bump into a lower rated classification for which they’ve previously held, within the bargaining unit, provided seniority allows. The employee will inform the Company of his election to bump within five (5) calendar days following the receipt of his notice of layoff.

Section 2. In recall back to work, the employee with the most seniority in the open job classification shall be recalled first. An employee subject to recall shall be notified by expedited mail with delivery confirmation to the employee's address on record with the Company.

ARTICLE 10. – UNION ACCESS

Accredited representatives previously identified by the Union shall have the maximum access permissible under applicable security regulations to the appropriate areas of the facility during working hours for the purpose of conducting Union business pertaining to the provisions of this agreement. It is understood that all arrangements for visits of the accredited representatives of the Union to the Company’s facility shall be made through Site Management with as much notice as possible, but not less than twenty-four (24) hours advance notice, except in cases of emergency.

ARTICLE 11. – STEWARDS

Section 1. The Company recognizes the right of the Union to designate Stewards from the seniority list. The Union shall designate one (1) Steward from each shift who shall be bargaining unit employees who have completed their probationary period with the Company. One Steward shall be designated by the Union as the Chief Steward. If there is a substantial increase in the number of bargaining unit personnel, the parties agree to meet and discuss additional stewards.

Section 2. Stewards shall investigate, present and process grievances without the loss of time or pay during his regular working hours. Stewards, however, shall not be paid for time spent handling grievances outside of his regular scheduled working hours. Stewards shall minimize time handling grievances and will take only such time as is reasonably necessary during working hours to investigate, present and process grievances.

Section 3. The Chief Steward will be placed at the top of their classification on the Seniority List and will be the last to be laid off while in such capacity.

ARTICLE 12. - DISCHARGE AND DISCIPLINE

Section 1. The parties agree that they will cooperate to foster a motivated and efficient workforce. Maintaining discipline is an essential element of this effort. No disciplinary action will be taken without just cause.

Section 2. Employees covered by this Agreement have the right to have a steward present during any investigatory meeting. Prior to issuing any discipline the Operations Manager or his designee will notify the Steward. During this meeting the Steward shall be informed of the reason the action is being taken or contemplated.

Section 3. When an employee is to be given corrective discipline, the principles of progressive discipline will be applied as follows:

Step 1 Documented Verbal Counseling: Shall be made void, removed from employee’s records within six (6) months, and copies returned to the employee.

Step 2 Written Warning: Shall be made void, removed from employee’s records within twelve (12) months, and copies returned to the employee.

Step 3 Suspension: Shall be made void, removed from employee’s records within eighteen (18) months, and copies returned to the employee.

It is understood, however, that in the case of offenses that the Company deems more serious, it may start at the step warranted up to and including discharge.

ARTICLE 13. – GRIEVANCE PROCEDURE AND ARBITRATION

Section 1. It is the intent of this Article to establish a procedure for the prompt adjustment of issues or disputes arising from the application or interpretation of express provisions of this Agreement. This procedure is intended to promote the prompt adjustment of grievances at the job level in an informal manner, whenever possible. If a matter cannot be resolved informally, a formal written grievance shall be filed. The grievance shall contain a full statement of the grievance and the facts upon which it is based, the section of the Agreement alleged to have been violated, the date it allegedly occurred and the action, and the remedy or adjustment sought. Grievances may only be filed by an affected employee or on his behalf by a union representative, with the affected employee’s consent. Grievances shall be processed according to the steps and time limits specified. These time limits may be extended as mutually agreed in writing.

A grievance shall be processed in accordance with the following procedure, except that no grievance shall be considered which has not been presented in accordance with Step 1 within ten (10) calendar days after the affected employee/grievant knew or had reason to know of the event, circumstances or facts giving rise to the grievance:

Step 1 The employee involved shall first confer with his Supervisor in order to amicably settle the matter, provided the Steward has been given an opportunity to be present. When operations permit, grievances shall be handled during normal working hours without any unnecessary interruption of work. If the dispute is not resolved, the Steward must file a formal grievance within five (5) business days after this meeting.

Step 2 If not settled or resolved at Step 1, the Union must submit the formal written grievance to the Operations Manager within five (5) calendar days after the Step 1 meeting. After receipt of the formal grievance, the Operations Manager and the Steward shall meet in person within ten (10) business days and attempt to resolve the grievance. If unable to resolve the grievance, the Operations Manager shall submit a written response to the Steward within ten (10) business days.

Step 3 If not settled or resolved at Step 2, the Union must elevate the grievance to the Company’s Labor Relations Lead or his designee within ten (10) calendar days, after receipt of the Step 2 response. The Labor Relations Lead and the Union's Business Representative will meet, in person or by telephone conference, within ten (10) business days. The Labor Relations Lead, or his designee, shall submit a written response to the Union Business Representative within ten (10) business days.

Step 4 If the Grievance is not resolved at Step 3, it must be referred to arbitration within thirty (30) calendar days after receipt of the Company’s response at Step 3 or the date on which that response was due, whichever is earlier in accordance with the applicable rules of the American Arbitration Association (“AAA”).

Section 2. The Arbitrator shall only have the authority to settle disputes arising under this Agreement concerning the interpretation and application of specific articles and sections allegedly violated involving the facts and circumstances of the particular grievance presented. The Arbitrator shall not have the authority to add to, subtract from, modify, alter or change any of the terms of this Agreement. The Arbitrator shall be bound by and rely exclusively upon the evidence admitted at the hearing and this Agreement.

Section 3. The Arbitrator shall render his decision within thirty (30) calendar days of the close of the hearing or receipt of the briefs (unless otherwise mutually agreed). The

Arbitrator's decision shall be in writing. The award shall be delivered or mailed to each party. The decision of the Arbitrator shall be final and binding on all parties.

Section 4. The cost of the arbitration assessed by AAA and the fees of the Arbitrator shall be borne equally by the Company and the Union. Each party shall bear the expenses and compensation of its own witnesses. In cases of cancellation, the party requesting cancellation shall pay all fees and costs of the Arbitrator. In cases where the cancellation is the result of a compromise settlement, the costs of the Arbitrator shall be shared equally by the parties (unless otherwise mutually agreed in writing). No more than one (1) grievance at a time shall be submitted to the same Arbitrator, unless otherwise mutually agreed in writing.

Section 5. At every step or stage of this Article, time shall be of the essence. Failure of an employee or the Union to meet any deadline at any step of the grievance or arbitration procedure shall constitute a waiver of the grievance and/or right to proceed to arbitration and no further action may be taken on it. Failure of the Company to meet any deadline shall permit the Union to promptly elevate the Grievance to the next step of this procedure. Although time shall always be of the essence, the time limits set forth in this Article can be extended by mutual written agreement between the Company and Union.

Requests for extensions shall not be unreasonably denied.

Section 6. A Grievance concerning the application or interpretation of this Agreement initiated by the Company shall be filed in writing, with the Business Representative within ten (10) calendar days after a dispute arises. The grievance shall contain a full statement of the grievance and the facts upon which it is based, the section of this Agreement alleged to have been violated and the action, remedy or adjustment sought. The Union's Business Representative shall formally discuss the grievance with the Labor Relations Lead in person or by telephone conference, within ten (10) business days. If the Union and the Company are unable to resolve the grievance, the Business Representative, or his designee, shall submit a written response to the Labor Relations Lead within ten (10) business days. The Company may thereafter submit the grievance to arbitration within thirty (30) calendar days after receipt of the Union’s response. Such a demand for arbitration will be served to AAA and the Union and will specify the alleged violation of the Agreement.

ARTICLE 14. – HOURS OF WORK AND OVERTIME

Section 1. A normal work day consists of consecutive hours of work, as specified in section 2, exclusive of a thirty (30) minute unpaid meal period. The Friday night shift includes two (2) thirty (30) minute unpaid meal periods.

Section 2. The workweek for payroll purposes is the period from Saturday at 12:01am until the following Friday at 11:59pm. Generally, regular work days are on rotating shifts that include eleven and one half (11.5) hours of paid time or five and one half (5.5) hours of paid time.

The Company and the Union acknowledge that hours of work and schedules may vary in order to support Contract mission requirements and nothing in this Article shall be construed as a guarantee of any particular work schedule or specific number of work hours per day or per week.

Section 3. Employees scheduled to work twelve (12) hours shall receive three (3) paid fifteen (15) minute breaks and one (1) ten (10) minute break per work day. Two (2) breaks shall be taken during the first half of their work day and two (2) breaks shall be taken during the second half of their work day.

Employees scheduled to work six (6) hours shall receive one (1) fifteen (15) minute break.

Section 3. Currently shifts are defined by their start time and end times as follows:

Day Shift: 6:00 AM to 6:00 PM Tuesday Half Shifts: 6:00 AM to 12:00 PM

12:00 PM to 6:00 PM

Night Shift: 6:00 PM to 6:00 AM

Tuesday Night Half Shifts: 6:00 PM to 12:00 AM 12:00 AM to 6:00 AM

Section 4. An employee who is scheduled and reports for work at the scheduled time without having been notified not to report, shall receive pay not less than two (2) hours pay at his/her working rate. If more than two (2) hours are worked, the employee shall receive pay for actual hours worked.

Section 5. The Company will distribute overtime as equitably as practicable among the employees. Management will make available an overtime sign-up sheet and overtime book for employees to express interest in working overtime.

Section 6. One and one-half times (1.5x) the working rate shall be paid for hours worked excess of forty (40) in a work week. Only hours actually worked shall count towards the computation of overtime.

An employee who has not completed his/her probationary period, will not be assigned any overtime unless it is determined by the Supervisor that the probationary employee is qualified to carry out the responsibilities to be assigned to the overtime. All qualified senior employees have the opportunity to work the overtime prior to the probationary employee being asked.

Section 7. Employees are considered “mission essential” and will be required to report to work during circumstances where other employees on the site may be ordered not to report.

Section 8. Subject to customer approval and when directed by management the Company shall compensate employees who are sent home for safety stand downs, government/customer shutdowns, or when equipment failures or power outages necessitate a partial workday or during full day temporary facility closures. In the event of an official base closure employees will be granted an excused absence with pay, subject to customer approval when directed by Management not to report to work.

Section 9. There shall be no pyramiding of overtime. Nothing in this Agreement shall be construed as requiring the payment of overtime on overtime, or the compounding of overtime as a result of computing hours in accordance with this Article.

ARTICLE 15. – WORK BY NON-BARGAINING UNIT PERSONNEL

Section 1. Non-bargaining unit personnel may temporarily perform bargaining unit work provided that such work does not result in the layoff or reduction of scheduled work hours of employees in the bargaining unit. Such temporary work may performed by non-bargaining unit personnel in the following situations:

a. For the purpose of instructing and training employees.

b. Under emergency conditions. The term “emergency” as used in this provision is defined to mean any unforeseen circumstance which would require immediate action.

ARTICLE 16. – GOVERNMENT SECURITY

Section 1. The parties hereto jointly recognize that the Company is a contractor to the U.S. Department of the Navy, Forces Surveillance Support Center, Chesapeake, VA, and must comply with the security requirements and directives of its Contracting Officer.

Should the Contracting Officer and/or any other authorized representative of the U.S.

Government direct that any employee(s) be removed from any or all work on the Contract, including the removal of Base access, the Company shall provide written notice of removal, including the reason and supporting documentation, if any exists, to the affected employee and to the Union; and the Company's compliance with these directives shall not be subject to the grievance procedure. The Company and the Union agree that security information will be revealed only to persons properly cleared and required by the government to have the information.

It is further understood that a security clearance is required in order to perform such work in the job classifications covered by this Bargaining Unit and that such clearance requirements shall be a condition of continued employment with the Company. These employees shall be subject to the investigation for security clearance under regulations prescribed by the Department of Defense and any denial or withdrawal of such clearance shall be grounds for termination of employment that are not subject to the grievance procedure.

Section 2. The Company will reinstate (with seniority intact) a non-probationary employee who loses his/her security clearance or Base access, where such access is reinstated by the U.S. Government within eighteen (18) months. Such employee shall be solely responsible for initiating and fulfilling all actions associated with the appeal process to have a security clearance reinstated per guidance and direction provided by the Government. Any employee whose seniority is reinstated under this provision will be reinstated in his previously held job classification provided a vacancy exists.

Section 3. It is expressly understood by the Union that any and all work performed by the Company and its employees at the worksite that is the subject of this Agreement is governed by the McNamara-O’Hara Service Contract Act of 1965, 41 U.S.C. 351 et seq.

The Union acknowledges that the Company's obligations to the U.S Government are further provided in the Contract.

Section 4. The Company and the Union recognize that from time to time the Government may impose various legal and/or lawful demands or obligations upon the Company and that the Company and its employees must meet such demands and/or obligations or comply with such rules and regulations as may be promulgated or imposed by the Government. The Company and the Union shall meet and confer regarding compliance with such demands and/or obligations.

ARTICLE 17. – WAGES AND JOB CLASSIFICATIONS

Section 1. The following hourly rates of pay shall prevail during the term of this Agreement.

CLASSIFICATION CURRENT 05/01/2020

New

05/01/2020 3.00%

05/01/2021 3.00%

05/01/2022 3.00%

Senior Radar Operator $27.42 $28.24 $29.09 $29.96

Radar Operator $22.59 $23.27 $23.97 $24.69

Senior Radar Technician $25.78 $26.90 $27.71 $28.54

Radar Technician $24.56 $25.63 $26.40 $27.19

Section 2. A one-time lump sum wage payment of $850.00 will be paid to each full-time employee on the active payroll as of February 7, 2020. This lump sum wage payment is payable the first pay period following May 1, 2020.

Section 3. Employees compensated at a rate above the current classification rate are considered “red circled” and will receive a lump sum wage payment, less all applicable taxes and deductions, equivalent to the applicable general wage increase percentage multiplied by the employee’s base hourly rate and 2080 hours. For example, a red circled employee with a rate of $27.42 will be paid $1,711 in year one ($27.42x2080x0.03). The payment is payable the first pay period following May 1 of each the year.

Section 3. Any employee assigned to work in a higher classification shall be paid the higher classification rate, while performing the work in that classification, provided it is for one (1) hour or more. Any employee temporarily assigned to work in a lower paid classification shall not suffer a loss in pay.

ARTICLE 18. – HEALTH AND WELFARE

Section 1. Employees may choose from various health and welfare plans that are offered by the Company under the identical terms and conditions applied to the non-represented employees of the Company on the Contract:

Medical Vision Dental

Accidental Death & Dismemberment (AD&D) Insurance Short term Insurance Long Term Insurance Occupational LTD Optional life Insurance

The Company’s benefit programs may be changed, modified or discontinued at the sole discretion of the Company, as long as the same amendments or modifications apply to non-represented Company employees on the Contract.

The cost of the plans will be offset by a health and welfare benefit paid to the bargaining unit member employees. Any unused monies will remain with the employee. Effective on the date identified below, the Company will provide each employee a Health & Welfare benefit for hours worked, in the amount below:

May 1, 2020: $5.00 May 1, 2021: $5.25 May 1, 2022: $5.50

ARTICLE 19. – 401(k) Section 1. At the effective date of this agreement, all employees covered under this agreement shall be eligible to participate in the company sponsored 401(k) Savings Plan.

Employees will be permitted to contribute their own monies via payroll deduction up to the maximum allowable by IRS regulations.

ARTICLE 20. – HOLIDAYS

Section 1. Holiday pay is eight (8) hours pay, payable at the employee’s applicable base hourly rate. Ten (10) holiday days will be observed each calendar year.

Section 2. The holiday schedule will be provided annually by the Company and any changes will be relayed to employees.

ARTICLE 21. – VACATION AND SICK LEAVE

Section 1. Each employee shall be entitled to a lump sum allocation of vacation each year on the employee’s anniversary date in accordance with the below table:

Years of Service Annual Amount

Completion of 1st year 80 hours

Commencement of 5th year 120 hours

Commencement of 15th year 160 hours

Section 2. Employees are requested to make their written vacation request as far in advance as reasonable. It is understood and agreed that final approval of vacation requests rests exclusively with the Company and an employee’s request will not be unreasonably denied.

Section 3. Employees will be paid out any unused vacation time once annually on their anniversary date.

Section 4. Employees will be paid out the balance of any unused vacation time upon termination of employment, or being laid off.

Section 5. Sick leave will be administered in accordance with applicable federal and state laws.

Section 6. Vacation and sick leave may be taken in .1 of an hour (6 minutes) increments.

ARTICLE 22. – JURY DUTY

Section 1. The Company has promulgated a comprehensive “Jury Duty” policy and is incorporated by reference into this Agreement. In the event of conflicting requirements, state or federal law supersedes the policy.

ARTICLE 23. – BEREAVEMENT

Section 1. The Company has promulgated a comprehensive “Bereavement Leave” policy and is incorporate by reference into this Agreement. In the event of conflicting requirements, state or federal law supersedes the policy. Management may grant additional time off without pay, if requested by the employee.

ARTICLE 24. – LEAVE OF ABSENCE

Section 1. To establish the conditions under which a Leave of Absence may be granted, and prescribe the method for managing such leaves, the Company has promulgated comprehensive Leave of Absence Policies, which have been published in its “Medical Leave of Absence” policy, its “Family and Medical Leave Act” policy and “Parental Leave” policy and are incorporated by reference into this Agreement. Employees shall comply with the Company’s Leave of Absence policies and applicable federal and state requirements.

Section 2. Leave Without Pay (LWOP): To establish the conditions and approvals required for an unpaid leave of absence in certain circumstances that are not covered by other Company policies, the Company has promulgated a comprehensive “Personal Leave” policy and is incorporated by reference into this Agreement.

Section 3. Union Leave: The Union may request Leaves of absence without pay for Bargaining Unit employees for Union business. If operations allow, such requests will not be unreasonably denied.

Section 4. Military Leave: To meet and exceed the guidelines set under the federal Uniform Services Employment and Reemployment Rights Act of 1994 (USERRA), the Company has promulgated a comprehensive “Military Leave” policy, which has been published in its “Military Leave - Absences to Perform Service in the Uniformed Services” policy and is incorporated by reference into this Agreement. Employees shall comply with the Company’s “Military Leave” policy and applicable federal and state requirements.

ARTICLE 25. – EFFECT OF LAW

Should any provision of this Agreement become unlawful or invalid due to conflict with applicable federal or state law, the parties shall promptly meet to discuss possible modifications to the affected provision(s) to comply with applicable law. In all other respects the provisions of this Agreement shall continue in full force and effect for the duration of this Agreement.

ARTICLE 26. – ENTIRE AGREEMENT

Section 1. This Agreement constitutes the entire agreement between the Company and the Union as the result of collective bargaining negotiations. All prior and contemporaneous verbal or written agreements or understandings between the Company and the Union or the employees shall terminate upon execution of this Agreement.

Section 2. The Company and the Union acknowledge that during the negotiations that resulted in this Agreement, each had the right and opportunity to make demands with respect to any and all lawful subjects of bargaining and that the understandings and agreements arrived at by the parties are set forth in this Agreement. Therefore, for the life of this Agreement, the Company and the Union relinquish the right to bargain collectively with respect to any subject or matter not specifically covered in this Agreement. The intent of this section is not to discourage dialogue between the Company and Union, and in order to promote harmonious relations, the parties commit to discuss concerns regarding this Agreement as they arise. The purpose of this section is to preclude either the Union or the Company from exposure to a bargaining obligation unless required by applicable law.

Section 3. No amendment or modification of this Agreement shall be valid unless it is agreed to by authorized representatives of the Company and the Union and reduced to writing.

ARTICLE 27. – SCOPE OF AGREEMENT

Section 1. Should the customer require the Company to relocate, and said relocation result in work or services presently performed under this Agreement being transferred, the Company agrees to consult with the Union and offer employees who are adversely affected job opportunities that may be available at the new facility(ies) whenever possible.

Section 2. In accordance with applicable law, this Agreement shall be binding upon and shall inure to the benefit of the parties hereto, their successors and assigns; but in the event the Company ceases to perform on the Contract at the Naval Support Activity Northwest Annex in Chesapeake, Virginia, the Company shall be released from all obligations under this Agreement.

Section 3. In the event that a successor contractor is announced by the customer, the Company shall notify the Union of such change and include contact information for the successor if known.

ARTICLE 28. – NON-DISCRIMINATION

Section 1. The Company and the Union agree to observe all applicable Federal and

State laws regarding non-discrimination against any employee or applicant for employment because of race, color, religion, creed, national origin, disability, veteran status, age, gender identity/expression, sexual orientation, or preference, citizenship status or medical condition.

Section 2. The use of personal pronouns of masculine gender is for grammatical purposes only, and the terms of the Agreement shall apply equally to persons of either sex.

ARTICLE 29. - DRUG-FREE WORKPLACE

Section 1. The Parties are jointly committed to providing employees with a drug-free and alcohol-free workplace, in order to advance employee health and safety, promote a productive workplace, and protect the reputation of the Company, the Union and the employees.

Section 2. Consistent with these goals, the Company has promulgated a comprehensive drug and alcohol policy, which has been published in its “Alcohol/Drug Use and Abuse” policy and is incorporated by reference into this Agreement. Employees shall comply with the Company’s drug and alcohol policy and applicable federal and state drug-free workplace requirements. Employees shall be provided the ability to have a steward present whenever the employee is directed to submit to a drug test under the “Alcohol/Drug Use and Abuse” policy.

ARTICLE 30. – GENERAL PROVISIONS

Section 1. The definition of business day(s) for the purposes of the entire agreement is Monday through Friday.

Section 2. Safety: It is the intent of the Company to maintain safe and healthy conditions as is necessary to protect employees from injury.

Section 3. Training: The Company will determine the need and the number of employees to be trained and will arrange such direct training as appropriate, by seniority, subject to customer funding. The Company will ensure that employees receive training to perform their assigned duties.

Section 4. Project Work: From time to time, management may ask for volunteers to work on other Raytheon Company projects being performed on the site. Such project work shall not interfere with their normally assigned schedule and/or work duties.

Bargaining unit employees will be covered under the same terms and conditions as outlined in the current Collective Bargaining Agreement while performing such work.

Section 5. Educational Assistance: The Company recognizes that lifelong learning is a critical attribute of organizational competitiveness. The Company’s Education Assistance policy supports Raytheon’s business and learning strategy by providing criteria to assure an effective and consistent program offering applicable employees opportunities for further education. Consistent with these goals, the Company has promulgated a comprehensive Educational Assistance policy, which has been published in its “Education Assistance for Raytheon Employees” policy and is incorporated by reference into this Agreement. Employees shall comply with the Company’s “Educational Assistance” policy and applicable federal and state workplace requirements.

Section 6. Bulletin Boards: The Company shall provide one (1) bulletin board in the building 344 break room for the Union to post official Union information for their membership.

Section 7. The Company shall provide OSHA-compliant safety gear as required for use in performing work. Protective footwear must meet Company policy requirements and be worn by the employee at work at all times when required. Employees shall be reimbursed for protective footwear every two years. Management may approve the early replacement of protective footwear at its discretion. Reimbursement for such footwear shall not exceed $100.00 per pair.

ARTICLE 31. – DURATION

Upon ratification, this Agreement will be in full force and effect February 7, 2020, to and including March 3, 2023 and will continue from year to year thereafter unless written notice of desire to negotiated changes or revisions or terminate this Agreement is served by either party shall, no more than ninety (90) days and least sixty (60) days prior to anniversary date hereof, notify the other party of a desire to negotiate the current contract.

No agreement, wavier, alteration, understanding, variation or modification of any terms or conditions contained herein shall be made by an employee, or group of employees with the Company, and in no case shall it be binding upon the parties hereto unless such Agreement is made and executed in writing between the parties hereto, and the same has been ratified by the Union. IN WITNESS WHEREOF the parties hereto have caused this Agreement to be executed by their authorized representative this 7th day of February, 2020.